This Agreement
is made and entered into on September 1, 2014 by and between the NORTH
ANDOVER SCHOOL COMMITTEE (hereinafter referred to as the "Committee")
and the NORTH ANDOVER TEACHERS ASSOCIATION {hereinafter referred to as the
"Association").

PREAMBLE

Recognizing
that our prime purpose is to provide education of the highest possible quality
for the children of North Andover and that good morale within the teaching
staff of North Andover is essential to achievement of that purpose, we, the
undersigned parties to this Contract, declare that:

A.Under the law of Massachusetts, the
School Committee (hereinafter referred to as the "Committee"),
elected by the citizens of North Andover, has final responsibility for
establishing the educational policies of the public schools of North Andover;

B.The Superintendent of Schools of
North Andover (hereinafter referred to as the "Superintendent") has
responsibility for carrying out the policies so established;

C.The teaching staff of the public
schools of North Andover has responsibility for providing in the classrooms of
the schools education of the highest possible quality;

D.The North Andover Teachers
Association recognizes that the professional staff of the North Andover school
system shares with the Committee responsibility for providing for students of
the North Andover Public Schools education of the highest possible quality consistent
with the policies of the Committee;

E.The North Andover Teachers
Association recognizes its responsibilities to educate and communicate to each
professional employee the responsibility of each member to use his/her
professional competence and experience in the most effective manner possible in
order to provide quality education in the North Andover Public Schools;

F.Fulfillment of these respective
responsibilities can be facilitated and supported by consultations and free
exchange of views and information between the Committee, the Superintendent,
and the teaching staff in the formulation and application of policies relating
to wages, hours, and other conditions of employment for the teaching staff; and
so,

G.To give effect to these declarations,
the following principles and procedures are hereby adopted.

ARTICLE I
Recognition

The Committee
recognizes the Association for the purpose of collective bargaining as the
exclusive representative of all teaching employees and nurses of the North
Andover School System, including long-term permanent substitutes, and up to but
not including Curriculum Coordinators, the Director of Special Education,
Director of Guidance, Director of Health, Director of Athletics, Director of
Technology, full and part-time Assistant Principals, Principals, Assistant
Superintendents, and the Superintendent.

Unless
otherwise indicated, the employees will be referred to as the
"teachers".

ARTICLE II
Negotiation Procedure

A.Not later than October 1 of the year
2016, the Committee agrees to enter into negotiations with the Association over
a successor Agreement in accordance with the procedure set forth herein in a
good faith effort to reach agreement concerning teachers' wages, hours, and
other conditions of employment. Any agreement so negotiated will apply to all
teachers and willbe reduced to writing, ratified, and
executed by the Committee and the Association.

B.During negotiation, the Committee
and the Association willpresent relevant data,
exchange points of view, and make proposals and counterproposal. Either party
may, if it so desires, utilize the services of outside consultants and may call
upon professional and lay representatives to assist in the negotiation.

C.If the negotiations, described in
this Section under Paragraph A, have reached an impasse, the procedures
described in Massachusetts General Laws Chapter 150E will be followed.

D.The Committee agrees not to negotiate
with any teachers' organization other than that designated as the exclusive
bargaining agent pursuant to Massachusetts General Laws Chapter 150E. The
Committee further agrees not to negotiate with any teacher or teachers'
organization other than the Association in regard to changes in wages, hours,
or other conditions of employment to become effective during the term of this
Agreement.

E.in the event that the Committee or
the Association desires to make any proposal, the subject matter of which is
not covered by the terms of this Agreement, it may submit such proposal in
writing to the Superintendent and request a meeting.

F.Any agreement reached between the
parties after ratification of this agreement will be reduced to writing, will
be signed by the Committee and the Association, and will become an addendum to
this Agreement.

ARTICLE III
Grievance Procedure

A.Definitions

1.A "Grievance" is a claim
based upon an event or condition that affects the welfare and/or conditions of
employment of a teacher or group of teachers and/or the interpretation,
meaning, or application of any of the provisions of this Agreement or any
subsequent agreement entered into pursuant to this Agreement.

2.An "aggrieved person" is
the teacher or teachers making the claim.

3.A "party in interest" is
the person or persons making the claim and any person who might be required to
take action or against whom action might be taken in order to resolve the
claim.

B.Purpose

1.The purpose of this procedure is to
secure, at the lowest possible administrative level, equitable solutions to the
problems which may from time to time arise affecting the welfare or working
conditions of teachers. Both parties agree that these proceedings will be kept
as informal and confidential as may be appropriate at any level of the
procedure.

2.Nothing herein contained will be
construed as limiting the right of any teacher having a grievance to discuss
the matter informally with any appropriate member of the administration.

3.Once a grievance procedure has been
instituted, there will be no individual consultation between members of the
Committee and the aggrieved party. This shall not derogate from Section D2 of
the Grievance Procedure.

C.Procedure

Since it is
important that grievances be processed as rapidly as possible, the number of
days indicated at each level should be considered as maximum, and every effort
should be made to expedite the process. The time limits specified may, however,
be extended by mutual agreement.

in the event a
grievance is filed on or after June 1, which if left unresolved until the
beginning of the following school year could result in irreparable harm to a
party in interest, the time limits set forth herein will be reduced so that the
grievance procedure may be exhausted prior to the end of school term or as soon
thereafter as is practicable.

1.Level One:

a.An aggrieved person will first
discuss any grievance with his/her principal or immediate superior, either
directly or through the Association's School Representative, with the objective
of resolving the matter informally.

b.Grievances that affect a class of
teachers or that affect a group of teachers from at least two school buildings
shall begin at Level Two upon mutual agreement of the two parties, i.e., the
grievant and the Administration.

2.Level Two:

a.if the aggrieved person is not
satisfied with the disposition of his/her grievance at Level One, or if no
decision has been rendered within ten (10) school days after presentation of
the grievance, he/she may file the grievance in writing with the Chairman of
the Association's Committee on Professional Rights and Responsibilities
(hereinafter referred to as the "PR & R Committee") within five
(5) school days after the decision at Level One or fifteen (15) school days
after the grievance was presented, whichever is sooner. Within five (5) school
days after receiving the grievance, the Chairman of the PR & R Committee
will refer it to the Superintendent in writing.

b.The Superintendent will represent the
administration at this level of the grievance procedure. Within ten (10) school
days after receipt of the written grievance by the Superintendent, the
Superintendent will meet with the aggrieved person in an effort to resolve it.

c.If the aggrieved person does not
file a grievance in writing with the Chairman of the PR & R Committee and
the written grievance is not forwarded to the Superintendent within thirty (30)
school days after the aggrieved person knew or should have known of the act or
condition on which the grievance is based, then the grievance will be
considered as waived. A dispute as to whether a grievance has been waived under
this paragraph will be subject to arbitration pursuant to Level Four.

3.Level Three:

If the
aggrieved person is not satisfied with the disposition of his/her grievance at
Level Two, or if no decision has been rendered within ten (10) school days after
he/she has first met with the Superintendent, he/she may file the grievance in
writing with the Chairman of the PR& R Committee within five (5) school
days after a decision by the Superintendent, or fifteen (15) school days after
he/she has first met with the Superintendent, whichever is sooner. Within five
(5) school days after receiving a written grievance, the Chairman of the PR
& R Committee will refer it to the Committee (except as provided by
statute). After receiving a grievance, the Committee will meet with the
aggrieved person for the purpose of resolving the grievance at the next
Committee meeting or at a meeting called within twenty (20) days (after receipt
of the grievance). The ultimate decision on the grievance at Level Three will
be rendered by the Committee.

4.Level Four:

a.If the aggrieved person is not
satisfied with the disposition of his/her grievance at Level Two or Three, or
if no decision has been rendered within ten (10) school days after he/she first
met with the Committee or Superintendent as provided by statute, he/she may,
within five (5) school days after a decision by the Committee or fifteen (15)
days after he/she first met with the Committee, whichever is sooner, request in
writing that the Chairman of the PR & R Committee submit his/her grievance
to arbitration except as provided by statute. If the PR & R Committee
determines that the grievance is meritorious and involves the interpretation,
meaning, or application of any of the provisions of this Agreement, it may
submit the grievance to arbitration within fifteen (15) school days after
receipt of a request by the aggrieved person.

b.Within ten (10) school days after
such written notice of submission to arbitration, the Committee and the Association
will set up a Board of Arbitration as follows: one member to be appointed by
the Committee, one to be appointed by the Association, and a third and neutral
member to be chosen by the first two members from a list of arbitrators
nominated by the American Arbitration Association. The method of choosing the
neutral member shall be the one set forth in the rules of the American
Arbitration Association, and the arbitration shall be administered according to
those rules. The cost of the arbitration shall be shared equally by the
Committee and the Association.

c.The Board of Arbitration shall have
the power to apply or interpret the specific provisions of this Agreement. It
shall not add to, subtract from, nor alter its terms, nor shall it alter or
modify any policy or action of the Committee or Superintendent not clearly
inconsistent with the terms of this Agreement. Nor shall the Board of
Arbitration be empowered to render a decision which makes the award retroactive
to more than thirty (30) school days prior to the time the grievance was filed
in Level Two of the Grievance Procedure. A decision of a majority of the Board
of Arbitration shall be final and binding on the aggrieved person, the
Association, and the Committee and shall be enforceable to the extent permitted
by law.

D.Rights of Teachers to Representation

1.No reprisals of any kind will be
taken by the Committee or by any member of the administration against any party
in interest, any School Representative, any member of the PR & R Committee,
or any other participant in the grievance procedure by reason of such
participation.

2.Any party in interest may be
represented at all stages of the grievance procedure by a person of his own
choosing, except that he may not be represented by a representative or any
officer of any teacher organization other than the Association. When a teacher
is not represented by the Association, the Association shall have the right to
be present and to state its views at all stages of the grievance procedure
unless the aggrieved party requests that the Association not be present

E.Miscellaneous

1.Decisions rendered at Levels Two and
Three of the grievance procedure will be inwriting and shall set forth the decision and the reasons theretofore.
Decisions will be transmitted promptly to all parties. Decisions rendered at
Level Four will be in accordance with the procedures set forth in Article III,
Section C.

2.Ail documents, communications, and
records dealing with the processing of a grievance will be filed separately
from the personnel files of the participants.

3.Forms for filing grievances, serving
notices, taking appeals, making reports and recommendations, and other
necessary documents will be prepared jointly through consultation between the
Superintendent and the Association and given appropriate distribution so as to
facilitate operation of the grievance procedure.

ARTICLE IV
Employment

A.In the North Andover Public School System,
requirements for employment shall be within the framework of the State Law.

B.Provisions of professional teacher
status will comply with the framework of the State Law.

C.Teachers hired new to the system
shall be placed on the appropriate step based upon their years of experience,
provided that such experience has been in the same subject matter area or
general grade level for which he/she has been hired, i.e., a person with one
year of experience shall be placed at Step 2 of the salary schedule, two years
of experience is equivalent to Step 3 of the salary schedule, etc. Additional
credit may also be given at the discretion of the Superintendent.

D.Each new teacher, within thirty (30)
days of receiving a letter of appointment, will submit to the Superintendent
his/her record of all previous courses taken for which he/she wishes to receive
credit towards higher salary schedule. Any courses not so submitted will be
considered forfeited for future credit. No credit will be given for courses on
a graduate level unless, in the opinion of the Superintendent or his or her
designee, the teacher had received a satisfactory grade (defined in Appendix
A-1), and the courses are appropriate for the teaching assignment for which the
teacher has been hired. A long-term substitute who becomes employed under a
regular contract will be provided the opportunity to submit such course work
within thirty (30) days of receiving a letter of appointment to a regular
contract.

E.All new teachers entering the North
Andover School System who have not been actively employed as teachers for the
past five (5) years or longer will start at the appropriate salary step;
however, in no case will it exceed Step 5 of the salary schedule.

F.Upon employment, long-term substitutes shall
be placed upon step one (1) of the Bachelor's salary scale and will advance
thereon one (1) step for each year of continuous employment. In the event said
long-term substitute becomes employed under regular contract, then credit for
previous years' experience shall be granted for salary step placement

G.Final responsibility for establishing
the starting salaries of all personnel entering the School System rests with
the Superintendent.

H.Notification of decision to resign
from any position, including a stipend position, covered by this agreement,
must be presented to the Superintendent at least thirty (30) days before the
date of leaving, and no resignation will be honored that will take effect
before September 30th or after June 1st; however, the
Superintendent reserves the right to waive this requirement if he/she deems it
in the best interest of the School System. Once such notice of resignation is
submitted to the Superintendent, it cannot thereafter be withdrawn.

I.At the beginning of each school
year, the administration will provide each teacher with an accounting of
his/her sick leave accrual to date and current step and column placement on the
salary schedule, Appendix A.

ARTICLE V
Assignments, Transfers, and Vacancies

A.Teachers shall be notified in writing
of any changes in their assignments for the ensuing year not later than June
15, provided that in the event of a change of circumstances or conditions such
assignments may be changed as required to meet the situation, and the teacher
or teachers concerned shall be notified when the change is made.

in the event
the teacher is notified after the last work day in the school year, as stated
above, the teacher will be compensated one/one hundred eighty-fourth (1/184) of
the teacher's annual salary (One day's pay).

B.Whenever any vacancy occurs within
the North Andover School District, an email notice will be sent to all
employees.

C.In the event a teacher is notified
after June 15 of an involuntary transfer to another building, the teacher will
be compensated one/one hundred eighty-fourth (1/184) of the teacher's annual
salary (One day's pay).

D.If a teacher is required to re-locate
his/her classroom for any reason, the teacher will be responsible for packing
only his/her personal' items and materials. The teacher is not responsible for
packing and moving materials belonging to the School District.

E.In the determination of assignments
and transfers, the convenience and wishes of the individual teachers will be
given consideration provided these considerations do not conflict with the
instructional requirements and best interests of the pupils and the school
system. Final decision on ail transfers is the responsibility of the
Administration but is subject to the grievance procedure commencing at Level 2.

F.Appointments and assignments will be
made without regard to race, creed, color, age, religion, nationality, sex,
marital status, qualified handicap/disability, or sexual preference.

ARTICLE VI
Salaries

A.The salary schedule for teachers
covered by this agreement is set forth in Appendix A, which is attached hereto
and made a part hereof.

B.All persons on the Teachers' Salary
Schedule will have the option to select 21 or 26 bi-weekly pays, beginning with
the second Friday after the commencement of school. Those individuals who have
selected the 26 biweekly payment schedule shall further have the option of
receiving their five (5) summer payments payable in a lump sum on or before
June 30. In order to exercise such option, an eligible individual must give
notice to the Superintendent by May 1.

C.Longevity Pay: All longevity payments
are based solely upon qualified years of service as a teacher in the North
Andover School Department. For the purpose of longevity, a year of qualified
service is defined as any school year during which a teacher works as a teacher
for 93 teacher work days or more. Working as a long-term substitute does not
qualify toward years of . service unless completed prior to September, 1983.
The Committee shall grant the following salary increases for continuous
uninterrupted service (If a teacher takes an approved leave of absence, it
shall not be considered an interruption of service; however, depending on the
type and duration of the leave, it may not be considered a qualified year):

On the first
pay day of October of a teacher's 11th through 15th
qualified year of service, the teacher shall receive longevity pay in the
amount of $1,500.

On the first
pay day of October of a teacher's 16th through 20th
qualified year of service, the teacher shall receive longevity pay in the
amount of $1,600.

On the first
pay day of October of a teacher's 21st through 25th
qualified year of service, the teacher shall receive longevity pay in the
amount of $1,900.

On the first
pay day of October of a teacher's 26th qualified year of service,
the teacher shall receive longevity pay in the amount of $2,000. This shall
continue for each subsequent year of employment as a teacher until retirement.

Personnel
employed prior to September 1, 2011 who are at Step 8 of the salary schedule
but do not qualify for longevity payments in accordance with the above schedule
will receive $800.

Longevity pay
will be paid in total on the first pay day of October.

D.Deposit of Checks: Teachers shall
have the individual option of having salary checks directly deposited to
wherever the Town processes its payrolls and with the agreement of the bank of
the teacher's choice; such arrangements to be effective for the full school
year. Effective September 1, 2015 all teachers will be paid through direct
deposit.

E.The Committee agrees to provide a
403b Plan for members of the bargaining unit. The employer will match the
employee contribution to the plan, dollar for dollar up to a maximum of two
hundred dollars ($200.00) (pre-tax) per year. A bargaining unit member wishing
to participate in the program must notify the Superintendent in writing
consistent with the present policy.

To the extent
permitted by law, any participant in this plan may designate annually any
amount to be contributed to his/her account in this plan by payroll deduction
(before taxes), said amount shall not exceed that established by federal law
and/or IRS tax code. All employee contributions and the employer match up to
$200 dollars shall be made in equal amounts using payroll deductions for each
pay period.

ARTICLE VII
Stipends

All stipends
or any other monetary compensation on which the parties reach agreement during
the term of this agreement or any extension thereof shall be reduced to writing
in the form of a memorandum of agreement signed by the parties to the
Collective Bargaining Agreement or their agents and the stipend/monetary
compensation shall there by become incorporated into the Collective Bargaining
Agreement at the time the written agreement is reached. When the agreement
contains terms that continue beyond the term of this agreement or any extension
thereof, the terms shall be printed as part of the appropriate Article/Appendix
in the subsequent agreement.

A.Academic Stipends

1.Ail Facilitators of Collaborative Inquiry and
Lead Teacher positions are for a term of one (1) year and require annual
reappointment by the Superintendent. By May 1st, the Committee will
decide which stipends shall be funded for the following year. At the
discretionof the Superintendent, a
stipend position may be split between two (2) people.

2.Any stipend paid to a member of the NATA will
contribute to the base salary for retirement pension.

3.The decision whether to fund any stipend
rests solely with the Committee.

4.Ail stipend positions will be filled by using
the following procedure:

a. The
position will be posted via the North Andover Public School website at least
thirty (30) days prior to date of appointment.

b.The posting will include the qualifications,
duties and compensation for the position.

c.NATA members interested in applying for a
position will submit an application through the NAPS website.

5.All Facilitators of Collaborative Inquiry and
Lead Teachers shall receive a written evaluation annually.

6.Each of the following Facilitators of
Collaborative Inquiry shall be paid a $3000.00 stipend. An additional $1,000.00
shall be paid for participation in the Data and Assessment Cohort. The Cohort
consists of three (3) facilitators from each level.

7.Each elementary school shall have one (1)
Lead Teacher to be paid at a yearly stipend of $5,000.00.

8.District Mentors shall be appointed by the
Superintendent, to assist the district in supporting new teachers to North
Andover and/or new to teaching through the District Mentoring Program.Each position shall be paid a stipend of
$1,200.00. The number of positions shall be determined by the Superintendent
depending on the cohort level and configuration of new teachers.

A Guidance
Counselor, Adjustment Counselor, or School Psychologist hired prior to
June 30, 2014 will annually work the scheduled one hundred eighty-four (184)
teacher work days plus an additional five (5) days. In addition he/she will
have the option to work up to five (5) additional days for a maximum total of
ten (10) additional days each year. These days will be scheduled by the
building Principal during summer break. Principals will make an effort to honor
requests for when these days occur as long as doing so will still meet the
demonstrated needs of the school. The Principal must notify the employee by
January 15th of the five (5) mandatory days he/she will be scheduled
during summer break. The employee must notify the Principal by May 1st
as to how many additional days in excess of five (5) he/she will be working for
the coming summer. Once declared, the number of additional days cannot be
reduced without agreement by the employee and principal. The additional days
shall be scheduled by the Principal no later than June 1st. Any
non-teacher work day during which the employee is called in to deal with a
school emergency will count as one of these days as well. Each day worked by
the employee in addition to the one hundred eighty-four (184) teacher work days
will be paid at the individual's per diem rate of one/one hundred eighty-fourth
(1/184) of his salary.

A Guidance
Counselor, Adjustment Counselor, or School Psychologist hired after June
30, 2014, will annually work the scheduled one hundred eighty-four (184)
teacher work days plus any additional days assigned by the building principal
up to a maximum of ten (10) additional days per year. These days will be
scheduled by the building principal during summer break.

Principals
will make an effort to honor requests for when these days occur as long as
doing so will still meet the demonstrated needs of the school. The Principal
must notify the employee by January 15th of the number of mandatory
days and when they will be scheduled during summer break. Any non-teacher work
day during which the employee is called in to deal with a school emergency will
count as one of these days as well. Each day worked by the employee in addition
to the one hundred eighty-four (184) teacher work days will be paid at the
individual's per diem rate of one/one hundred eighty-fourth (1/184) of his/her
salary.

B. Stipends
for Athletics and Extra Curricular Activities

1.Student activities outside the school day are
integral to the total education of our students. While these activities provide
great benefits to students, they hold differing requirements and expectations
for the adult advisors who supervise them. Since these activities are fully
dependent on student participation, the parties agree some flexibility is
needed when changes occur.

2.Any stipend paid to a member of the NATA will
contribute to the base salary for the purpose of retirement pension.

3.The decision whether to fund any stipend
rests solely with the Committee.

4.Any new stipend position created by the
Committee will be negotiated between theparties to determine duties of the position and compensation.

5.All stipend positions are for a term of one
(1) year and require annual reappointment by the Principal. By June 15th,
the Committee will decide which stipends shall be funded for the following
year. A list of the funded stipends and personnel in those positions will be
provided to the NATA by October 1st. At the discretion of the
Principal, a stipend position may be split between two (2) or more people
provided the total stipend amount remains the same.

6.All stipend positions will be filled using
the following procedure:

a.The position will be posted via the
North Andover Public School website at least thirty (30) days prior to date of
appointment.

b.The posting will include the
qualifications, duties and compensation for the position.

c.NATA members interested in applying
for a position will submit an application through the NAPS website.

7.All Coaches (Varsity, Assistant, JV &
Freshman) shall receive a written evaluation annually. The Assistant Principal
for Athletics shall meet with the Head Coach to discuss the evaluation no later
than thirty (30) days following the official end of the season. The Head Coach
will evaluate the Assistant/JV/Freshman coaches no later than forty-five (45)
days following the official end of the season. The parties agree the evaluation
document outlined in Appendix E shall be used until such time as the parties
agree to any change.

8.Activity advisors will submit a summary
report to the Principal by June 1st.

Athletic
Stipends: Stipends for athletics shall be paid based on tiers. Tiers are based
on number of participants, practice hours and number of games and shall be paid
as follows:

Tier l$10,000

Varsity
Football

Tier 2$6200

Varsity
Basketball (Boys/Girls)

Varsity
Baseball

Varsity Field
Hockey

Varsity Ice
Hockey

Varsity
Lacrosse (Boys/Girls)

Varsity Soccer
(Boys/Girls)

Varsity
Softball

Varsity Track
- Indoor (Boys/Girls)

Varsity Track
- Outdoor (Boys/Girls)

Varsity
Volleyball (Boys/Girls)

Varsity
Wrestling

Tier 3$4500

Varsity Cross
Country (co-ed)

Varsity Golf

Varsity
Gymnastics

Varsity Ski
(co-ed)

Varsity
Swimming (Boys/Girls)

Varsity Tennis
(Boys/Girls)

Tier 4$3500

Cheerleading
(Fall & Winter) Asst. Football (2)

Tier 5$3200

Assistant
Varsity Cross Country (co-ed)

Assistant
Varsity Ice Hockey

Assistant
Varsity Track - Indoor

(3 shared
between both teams)

Assistant
Varsity Track - Outdoor

(3 shared
between both teams)

Assistant
Varsity Wrestling

JV Basketball
(Boys/Girls)

JV Baseball

JV Field
Hockey

JV Football

JV Ice Hockey

JV Lacrosse
(Boys/Girls)

JV Ski (co-ed)

JV Soccer
(Boys/Girls)

JV Softball

JV Swim
(Boys/Girls)

JV Volleyball
(Boys/Girls)

JV Wrestling

Freshman
Baseball

Freshman
Basketball (Boys/Girls)

Freshman Field
Hockey

Freshman
Football

Freshman ice
Hockey

Freshman
Lacrosse (Boys/Girls)

Freshman
Soccer (Boys/Girls)

Freshman
Softball

Freshman
Volleyball (Boys/Girls)

Tier 6$2500

Assistant
Freshman Football

Tier 7$8000

Athletic
Trainer (3,1 per season)

Tier 8$2000

Equipment
Manager (3,1 per season)

Extra-Curricular
Stipends for activities shall be paid as follows:

High School

Stipend

Best Buddies
(2)

$ 500 each

Class Advisors
- Freshman (2)

$2000 each

Class
Advisors - Sophomore (2)

$2500 each

Class
Advisors - Junior,(2)

$3500 each

Class
Advisors - Senior (2)

$4500 each

DECA
Advisors (2)

$3000 each

Environmental
Club

$1000

Fitness
Advisors (2)

$5000 each

Gay Straight
Alliance

$ 500

H.E.A.L Club

$ 500

Literary
Magazine

$1500

Math Team

$1500

Model United
Nations

$1500

National
Honor Society

$2500

Newspaper

$2500

Rally
Coordinator

$1000

Robotics
Team

$2000

Science Team

$1500

Students
Against Destructive Decisions Advisor

$1000

Student
Council Advisor

$3000

Yearbook
Advisor

$3500

Yearbook
Assistant Advisor

$3000

Drama Guild
Advisor

$2000

Fall Play
Advisor

$1000

DramaFest Director

$2000

Musical
Director

$3500

Musical
Assistant Director

$1000

Musical Pit
Orchestra Director

$ 600

Musical
Vocal Director

$ 600

Musical
Choreographer

$ 500

Marching
Band Director

$7500

Marching
Band Assistant Director

$2200

Marching
Band Drill Instructor

$1500

Percussion
Instructor

$1500

Color Guard
Instructor

$1500

Middle
School

After Hours
Coordinator

$1650

Leadership
Advisor (2)

$1600 each

Math Counts

$1800

News/Literary
Magazine Advisor

$1500

Robotics

$1000

Yearbook
Advisor

$1500

Jazz Band
Director

$1500

Musical
Director

$4500

Musical
Assistant Director

$ 600

Musical
Choreographer

$1000

Musical Set
Builder

$ 600

Musical
Sound Director

$ 600

Play
Director

$2000

Elementary

Student
Council (1 at each school)$750 each

1 Additional
Activity at each school as designated by the Principal$750 each

in the area of
Civics, Fine Arts, Academics or Technology

ARTICLE VIII
Work Year, Work Hours, Work Load

A.The opening and closing of the school
year and school day shall be determined by the Committee subject to ail the
Sections in this Article.

1.The workday of teachers will begin at the
teacher start time as outlined in the chart below. The workday will end at
school dismissal as outlined in the chart below, except as required by the
teacher to fulfill professional responsibilities as stated in Section B 1; or
for other meetings called by the administration.

WORKDAY

School Level

"Teacher
Start Time

School Start
Time

School
Dismissal Time

ECC

8:30 am

8:45 am

2:45 pm

Elementary

8:10 am

8:25 am

3:00 pm

IMAMS

7:20 am

7:35 am

2:20 pm

NAHS

7:20 am

7:35 am

2:15 pm

2.No teacher shall be required to
attend more than eleven (11) meetings per year of not more than one (1) hour
duration, except in an extreme emergency.

3. No teacher will be required to
attend more than two (2) evening events per year.

4.No after school meetings shall be
scheduled for Fridays or days immediately preceding holidays.

B.The teacher's professional
responsibilities will be in accordance with the following:

1.The teacher's basic load will include
all assignments made by the administration during the normal school day. These
assignments may include classroom instruction, after school make-up and extra
help, recess and noon duty, bus and other student supervision, other necessary
non-teaching duties during the school day, and such special assignments as may
be created by the absence of teachers or by other circumstances necessitating
program changes.

2.In addition it is further agreed that a
teacher's basic load will include all relevant activity necessary to produce
good teaching and maintain professional status. These activities would include
preparation of lessons, development of tests, evaluation of pupil work, office
reports, committee work (departmental, curriculum, etc.), faculty meetings,
conferences, meetings with parents, open house programs, subject to limitations
in this Article VIII.

3.Teachers may be requested to
participate in related school activities. Such activities are club
responsibilities, chaperoning school dances and parties, etc., serving as a
class advisor in some instances, sponsoring fairs or school exhibits, and such
other assignments that are not reimbursed on the extra stipend schedule.
Teachers may volunteer for designated activities. Assignments on a
non-voluntary basis will be made so that no teacher or group of teachers bears
an unjust burden. A list of activities will be posted by the principal at the
start of the school year.

4.Personnel other than classroom
teachers and itinerant teachers (as defined in Section i
below) will work at their assigned tasks for at least the length of the regular
teacher workday. The proper performance of their duties may require these
persons to work longer than the normal working day.

C.In the event of double sessions or an
extended or altered school day, the teacher workday will be computed on
consecutive hours, and all teachers will work the same ' number of hours.

D.The "work year" will
include days when pupils are in attendance, orientation, days at the beginning
of the school year, conference days and any other days on which teacher
attendance is normally required.

The work year
of teachers (other than new personnel who may be required to attend additional
orientation sessions) will be no earlier than August 26th in 2014,
August 27th in 2015, and August 25th in 2016. No teacher
or student day will take place on the Friday prior to Labor Day. In no event
will the teacher work year be longer than four (4) days more than the number of
days when students are required to be in attendance by state law. Students'
instructional year (contact days) will start no later than the Tuesday
following Labor Day and terminate no later than June 30.

E.All teachers will have a duty-free
lunch period of at least twenty-five (25) minutes, if circumstances in the
health office do not allow a nurse this duty-free lunch, compensatory time will
be arranged with the Principal.

F.Preparation Time

1.Each teacher in the high and middle
schools shall have five (5) preparation periods per week. A preparation period
is equal in length to a teaching period.

2.Elementary teachers shall have
preparation time of two hundred twenty-five (225) minutes aggregate per week in
blocks of forty-five (45) minutes in duration.

3.Nurses who require time for
administrative work and lesson preparation will schedule time with the
Principal.

4.The administration will make every
effort to provide preparation time to teachers on different days spread out
during the week.

5.The administration will make every
effort to provide teacher preparation time by grade and/or subject area at
every level.

G.Itinerant Teachers

1.The definition of an "itinerant
teacher" for the purposes of this contract is a teacher who works in more
than one school.

2.Itinerant teachers shall observe the
same working hours as teachers at the same level (i.e., elementary, middle
school, high school). In the event that an itinerant teacher is assigned to
more than one level, his/her total working hours will be equal to those
assigned to one level.

3.if an itinerant teacher spends
fifty-one percent (51%) or more of his/her teaching time in one (1) building,
he/she may be assigned proportional duties in that building, consistent with
the teacher's work schedule and assignment.

4.An itinerant teacher may be assigned
non-teaching duties as described in the paragraphs above at the discretion of
the building principal. Therefore, if there are any special circumstances that
the itinerant teacher wishes to be considered, he/she may discuss these with
the building principal.

H.All bargaining unit members who serve
on committees for district-wide initiatives shall be compensated at an hourly
rate of thirty-four dollars ($34).

I.The administration will make every
effort to distribute all work, duties, and assignments as equitably as
possible.

J.Compensatory time will be arranged
for teachers who have expended time beyond the teacher's normal working day for
IEP/504 meetings or who have lost minutes from their preparation time due to
emergency supervisory assignments by the principal. Compensatory time will be
arranged with the school principal.

ARTICLE IX
Curriculum Resources

Recognizing
the statutory responsibility of the Committee for the adoption of curriculum
resources and the professional competence and skills of the staff in relation
to curriculum resource selection, the Association and the Committee agree that
selections of curriculum resources used in the schools shall continue to be
cooperatively arrived at through joint consultation among teachers and
administrators, with a recommendation to the Superintendent, subject to final
approval by the Committee.

ARTICLE X
Class Size

The Committee
agrees that every effort will be made to limit the class size to reasonable
numbers.

ARTICLE XI
Teacher Rights

A.Ail monitoring or observation of the
work performance of a teacher will be conducted openly and with full knowledge
of the teacher. The use of eavesdropping, public address or audio systems, and
similar surveillance devices shall be strictly prohibited.

B.The teacher will acknowledge that he
has had the opportunity to review his evaluation report by affixing his
signature to the copy to be filed with the express understanding that such
signature in no way indicates agreement with the contents thereof. The teacher
will also have the right to submit a written answer to such material, and his
answer shall be reviewed by the Superintendent and attached to the file copy.

C.The Association recognizes the
authority and responsibility of the administrators to discipline or reprimand
teachers for delinquency of professional performance.

D.No teacher will be disciplined,
reprimanded, reduced in rank or compensation, or deprived of any professional
advantage without just cause.

E.Whenever adverse written material is
placed in a teacher's file, a copy will be sent directly to the teacher at the
time of its inclusion. Within ten (10) school days thereafter, the teacher may
submit a written answer to such material, which shall be placed in the
teacher's file.

F.There will be no reprisals of any
kind taken against any teacher by reason of his/her membership in the
Association or participation in its lawful activities.

G.Teachers will be entitled to full
rights under Federal and State Law.

H.No teacher will be prevented from
wearing pins or other identification of membership in the

Association or
any other teacher organization, provided same is not such as to attract
inordinate attention.

ARTICLE XII
Teacher Facilities

A.Each school will have the following
facilities if possible:

1.Space in each classroom where
teachers may safely store instructional materials and supplies;

2.A teacher work area containing adequate
equipment and supplies to aid in the preparation of instructional materials;

3.An appropriately furnished room to be
reserved for the exclusive use of the staff as a staff lounge;

4.A serviceable desk and chair for the
teacher in each classroom;

5.Where possible, a communication
system so that teachers can communicate with the main building office from
their classrooms;

6.A well-lighted and clean unisex
teacher rest room;

7.A separate, private dining area for
the use of the staff;

8.An adequate portion of the parking
spaces at each school reserved for teacher parking; and

9.Telephones in each building for use
by the teachers.

ARTICLE XIII
Sick Leave

A.Teachers will be entitled to fifteen
(15) sick leave days each school year as of the first official day of said
school year, whether or not they report for duty on that day. In cases of
merit, the Committee may allow sick leave beyond the above limit. Sick leave
shall accumulate to one hundred eighty (180) days. Any teacher absent from duty
shall follow established school procedures to report the absence to the
building principal.

B.Physician's Certificate: in cases of
illness/injury extending beyond ten (10) consecutive school days, the teacher
will provide the administration with certification of illness from the
attending physician. In the event the illness extends beyond thirty (30) school
days, the teacher will provide the administration with certification of illness
as required by the form contained in Appendix D.

C.in addition to personal illness or
injury, sick leave may be utilized for the following purposes:

1.One (1) day when emergency illness
or injury in the family requires a teacher to make arrangements for necessary
medical and nursing care.

2.A maximum of five (5) days per school
year for a critical illness in the immediate family, on approval by the
Superintendent. This allowance is noncumulative. Critical illness means illness
that the attending physician considers sufficiently serious to require the
employee's presence at the bedside, immediate family means spouse, children,
father and mother, brothers and sisters, grandfathers and grandmothers,
father-in-law and mother-in-law.

3.A maximum of up to five (5) sick
leave days of the teacher's accrued sick leave per school year may be used for
a teacher to care for a sick child and/or elderly parent. This provision is for
children (infancy to eighteen years of age) whose illness requires the
teacher's presence during the school day. This provision is not intended to be
used for dental and/or medical appointments that are not required by the
child's illness.

4.Whenever a teacher is absent as a
result of an injury arising out of and in the course of employment, the teacher
will be paid the difference between his/her full salary and payments received
under Massachusetts General Laws, Chapter 152 (Worker's Compensation).

D.Sick Leave Bank:

1.A Sick Leave Bank is established for
use by qualified members whose sick leave accumulation is exhausted from a
prolonged illness or injury, documented by a physician, and who require
additional leave to be able to return to work from an extended illness or
injury.

2.Each member of the bargaining unit
shall submit one (1) sick day from his/her persona) accumulation upon initial
entry into the Sick Leave Bank. If the amount of days in the Sick Leave Bank is
reduced to three hundred and sixty (360) days, then the Sick Leave Bank shall
assess each member of said bank one (1) additional day. Such additional day
will be deducted from the member's annual fifteen (15) days of sick leave.

3.A Sick Leave Bank will be available
only after the eligible employee has exhausted his/her own personal sick leave,
both annual and accumulated.

4.Unused days in the Sick Leave Bank
shall accumulate from year to year and from contract to contract.

5.The Sick Leave Bank will be
administered by a Sick Leave Bank Committee consisting of four (4) members. Two
of these members will be executive board members of the Association, one (1)
will be elected at the teachers' annual meeting, and one member will be
designated by the Superintendent, but will not be a building administrator. The
Sick Leave Bank Committee shall determine the eligibility for use of the Bank
and the amount of leave to be granted. Disbursement of sick leave days shall
require three (3) affirmative votes from the Sick Leave Bank Committee. The
decision of the Sick Leave Bank Committee shall be final and binding and not
subject to appeal.

6.Application for benefits shall be
made to the Sick Leave Bank Committee. The application may be submitted no
earlier than ten (10) school days prior to a person exhausting all of his own
personal sick leave days. The Sick Leave Bank Committee shall respond to all
applications no later than ten (10) school days from receipt of completed
application and all required documentation.

7.Any grant of sick leave by the Sick Leave
Bank Committee to an eligible member shall not exceed thirty (30) days. Upon
completion of any grant of sick leave days by the Sick Leave Bank Committee,
additional days may be granted upon demonstration of continued eligibility by
the applicant. No teacher shall be granted more than one hundred eighty (180)
sick leave days for the same illness by the Sick Leave Bank Committee.

8.The Superintendent will provide an
annual accounting of Sick Leave Bank days to the Association no later than
October 1st of each year.

ARTICLE XIV
Use of School Facilities

A.The Association will have the right
to use school buildings, if not in use, without cost at reasonable times for
local meetings. On school days, the Association will notify the business office
of the time and place of all such meetings. If the Association requests a
meeting to occur after 5:00 p.m. on a school day, on a holiday, or on a weekend
advance approval of the business office will be obtained.

B.Teachers will have the right to use
the athletic facilities and athletic equipment at the schools without cost for
personal use. The schedule and other related matters will be arranged in
advance with the business office.

C.Permission will be granted to the
Association to place one bulletin board for its exclusive use at its expense in
the faculty lounge in each building. Copies of material posted on this bulletin
board will be given to the Principal.

ARTICLE XV
Extended Leaves of Absence

All requests
for leave made under this Article, whether original requests, extensions, or
renewals, shall contain the length of leave for which the request is made.

A teacher
shall notify the Superintendent not later than March 1 of his/her intent to
return to his/her position for the following school year.

A.Extended Leaves for Health Reasons

1.After five (5) years continuous
employment as a teacher in the North Andover School System, a teacher may be
granted a leave of absence, without pay and increment, for up to one (1) year
for health reasons. Requests for such leave will be supported by appropriate
medical evidence.

2.Any teacher whose personal illness
extends beyond the period compensated may be granted a leave of absence without
pay for such time as is necessary for complete recovery from such illness.

B.Maternity

1.General Policies and Rules

a.Any teacher who intends to apply for
maternity leave will notify the Superintendent and Principal.

b.Any teacher may apply to the
Superintendent for a maternity leave of absence at the time she notifies the
Superintendent of her condition, such leave of absence to take effect at a date
agreed upon by the teacher and her physician. The agreed date may be changed
when deemed necessary.

c.Before returning to her duties, a
teacher who has been on a maternity leave of absence must be certified by her
physician as ready and able to return to her full teaching assignment.

d.it will be the duty of a teacher to notify
the Superintendent at once of any interrupted pregnancy for which a maternity
leave of absence has been granted

e.If a teacher decides to extend her
leave beyond the period of disability and recovery therefrom
she may apply for unpaid Child-Rearing Leave. (Section E of this Article)

2.The parties to this Agreement agree
that ail State statutes and decisions of all Federal and State courts
concerning maternity leave will be applicable to this Agreement.

C.Paternity/Non-birth Parent Leave

Any member of
the bargaining unit may apply for paternity (non-birth parent) leave. The
following provisions shall apply to said leave:

1.Said member shall be entitled to
utilize up to eight (8) weeks of accrued personal sick leave following the date
of birth of the child.

3.Said member shall give notice of the
date of commencement of such leave as early as possible to the Superintendent.

E.Child-Rearing Leave

Any member of
the bargaining unit may apply for unpaid child-rearing leave in accordance with
the following provisions:

1.If a teacher leaves before January
1st of any school year, his/her leave of absence, without pay, shall extend to
the following September 1st. If a teacher leaves after January 1st of any
school year, his/her leave of absence, without pay, shall extend to the
September 1st following the commencement of the leave or to the succeeding
September 1st. If a teacher completes ninety-one (91) days or more of the school
year, he/she shall accrue full seniority for that year.

2.The Superintendent, at his/her
discretion, may curtail or terminate the leave of absence in order to enable
the teacher to return to duty at a time which would best serve the educational
interests of the school system.

F.Upon recommendation by the
Superintendent after written recommendation by the applicant's Principal, an
extended leave of absence for one (1) year after seven (7) consecutive full
school years of service as a teacher in the North Andover School System or two
(2) years after ten (10) consecutive full school years of service as a teacher
in the North Andover School System may be granted provided that requests for
extended leave must be received by the Superintendent no later than March 1st
and action must be taken on all requests no later than May 1st of
the school year preceding the school year(s) for which the extended, leave is
requested.

G.A leave of absence without pay of up
to two (2) years may be granted to any teacher who joins the Peace Corps or
serves as an exchange teacher and is a participant in a teaching program in
either. Upon return from such leave, a teacher will be considered as if he were
actively employed by the Committee during the leave and will be placed on the
salary schedule at the level he would have achieved if he had not been absent.

H.Military leave will be granted to any
teacher who is inducted or ordered to active duty or may be granted to any
teacher who enlists in any branch of the armed forces of the United States.
Upon return from such leave, a teacher will be placed on the salary schedule
he/she would have achieved had he/she remained actively employed in the system
for either the period for which he/she was inducted or ordered to serve, or the
period of initial enlistment, whichever is applicable.

i.Additional leave
without pay may be granted at the discretion of the Superintendent.

J.All benefits to which a teacher was
entitled at the time his/her leave of absence commenced, including unused
accumulated sick leave, may be restored to him/her upon his/her return, and
he/she will be assigned to the position he/she held at the time said leave
commenced if available.

Time spent on
unpaid leaves of absence, except for Subsections G and H above, shall not
accrue towards length of service but neither shall it constitute an
interruption of employment.

K.All requests for extensions or
renewals of leaves will be applied for in writing, and all responses will be
submitted in writing.

LA teacher shall be entitled to up to
twelve (12) weeks of unpaid leave pursuant to and subject to the terms and
conditions of the Family Medical Leave Act of 1993 (FMLA).

ARTICLE XVI
Sabbatical Leaves

A.Upon recommendation by the
Superintendent, after written recommendation by the applicant's principal,
sabbatical leave may be granted, subject to the following conditions:

1.Requests for sabbatical leave must
be received by the Superintendent in writing no later than March 1 and action
must be taken on all requests no later than April 15 of the school year
preceding the school year for which the sabbatical leave is requested.

2.The teacher has completed at least
seven (7) consecutive full school years of service as a teacher in the North
Andover School System.

3.Teachers on sabbatical leave will be
paid at fifty percent (50%) of their regular salary for a full-year or
half-year sabbatical leave, provided such pay when added to any program grant
will not exceed the regular salary schedule rate.

4.The teacher will agree to return to
employment in the North Andover School System for one (1) full year in the
event of a semester's leave or two (2) full years in the event of a full year's
leave.

5.In the event a teacher does not
return to the North Andover School System after a sabbatical leave, the teacher
shall make immediate restitution of the full amount paid under this Article.

ARTICLE XVII
Job Sharing

A.Teachers will notify his/her
Principal in writing of his/her interest in shared teaching and that request
will be copied to the Superintendent.

B.Job sharing will be voluntary and
subject to the approval of the Superintendent.

C.The application will be forwarded to
the Principal and Superintendent by March 1 of the year preceding the job share
year.

D.A response by the Superintendent
shall be made by April 15 of that year.

E.All job sharing positions will be for
one (1) year with renewal available upon request by the teachers to the
Principal, and with the approval of the Superintendent.

F.When a job sharing position is
terminated, the teachers will be assigned to the same position which he/she
left prior to job sharing, if possible, if that position is not available,
he/she will be assigned to a substantially equivalent position.

G.The teaching salary will be
pro-rated, based upon a split equal to one hundred percent (100%); seniority
will accrue on a full-time basis; sick and personal leave will be prorated at
fifty percent (50%).

H.The Superintendent's decision on
whether or not to approve a Job-Sharing appointment shall

not be subject
to the grievance procedure.

ARTICLE XVIII
Temporary Leaves of Absence

The following
provisions concerning absences shall not be construed as bestowing a privilege
of absence. The Principal or Superintendent shall not recommend payments of
salary during absence unless in his/her opinion it conforms in every respect
with the provisions of this section.

Any teacher
absent from duty shall follow the established school procedures to report
promptly the absence to the Principal.

A.Personal Leave

1.Personal leave may be utilized for
personal business that cannot be scheduled outside normal school hours. An
absence with pay of two (2) days during any school year may be allowed for
personal reasons not covered by other provisions of this Agreement. Advance
approval by the Superintendent will be required for all such absences.
Notification must be sent to the Superintendent at least (1) day prior to a
personal day, Teachers requesting personal leave shall submit their request in
writing on the form attached as Appendix B.

2.Personal leave is not intended to extend a
vacation or for recreational activities. Any teacher who must use a personal
day on the day before or the day after a holiday or school vacation must submit
a written reason along with the Appendix B form to the Superintendent. The
request may be submitted as soon as possible and not less than fourteen (14)
days prior to the absence. If an individual feels that the reason is so
personal that he/she does not wish to put it in writing, he/she may contact the
Superintendent directly to discuss the request. If necessary, the
Superintendent may . request to meet with the teacher and thereafter render a
decision within forty-eight (48) hours following the meeting with the teacher.

3.Any unused personal days are rolled
into accrued sick days for the following year.

B.Funeral Leave

1.A maximum of five (5) days with pay
not chargeable to any other leave may be granted for death in the immediate
family. Immediate family means spouse, children, father and mother, brothers
and sisters, grandfathers and grandmothers, father-in-law and
mother-in-law.A maximum of one (1) day
will be allowed for brothers-in-law, sisters-in-law, grandmothers-in-law,
grandfathers-in-law. Additional leave may be granted with the approval of the
Principal.

2.In addition to the above provisions,
a maximum of one (1) day of funeral leave for the death of a person not covered
above may be taken and charged to the sick leave of the teacher. Additional
funeral leave may be granted if requested, and approved by the Superintendent.

C.Legal Transactions

Absence with
pay may be allowed for transactions involving a legal matter that cannot be
accomplished outside of normal school hours. Advanced approval by the
Superintendent will be required for such absence. Teachers requesting said day
shall submit their notification in writing on the form attached as Appendix B.

D.Religious Leave

Individuals
covered by this Agreement shall be entitled to utilize one (1) day per school
year with pay for observance of a religious holiday when said holiday falls on
any scheduled workday, A religious holiday shall be defined as any day or
portion thereof wherein absence from work is mandated in order to properly
comply with the tenets of one's religion.

E.Temporary Active Duty

A maximum of
ten (10) days per school year is allowed for persons called into temporary
active duty of any unit of the U.S. Reserves or the State National Guard,
provided such obligations cannot be fulfilled on days when school is not in
session. Teachers will be paid the difference between their regular pay and the
pay which they receive from State or Federal government.

F.Jury Duty

Teachers shall
be granted leave for the purpose of jury duty and shall be compensated in
accordance with General Laws Chapter 234 and Chapter 234A.

G.In certain emergencies and with the
Superintendent's advance approval, other absences with pay may be allowed.

H.Absences Without Pay

No other
absences than those outlined above will be allowed with pay. In certain
emergencies, and with the Superintendent's advance approval, absences without
pay may be allowed. Deduction for any such absence will be made at the rate of
one/one hundred eighty-fourth (1/184) of the employee's annual salary for each
day of absence.

Both the
Committee and the Association recognize the importance of all teachers continuing
to enhance their personal professional development to better serve the children
of North Andover.

A.The Administration will pay the
reasonable expenses (including fees, meals, lodging, and/or transportation)
incurred by teachers who attend workshops, seminars, conferences, or other
professional improvement sessions at the request and/or with the advance
approval of the Superintendent.

B.The Administration agrees to take all
appropriate action to continue and to expand on-site in-service education
programs for teachers.

C.Professional Development Advisory
Committee

1.There shall be a Professional
Development Advisory Committee (PDAC) composed of a minimum of two (2) members
appointed by NATA and the Superintendent or his/her designee. Other members and
administration may be invited as necessary.

2.The Professional Development
Committee shall have the following duties:

a.To assist the administration in
planning, organizing, and supervising the Professional Development activities
of the North Andover School System.

b.To recommend to the Superintendent
programs and other professional development activities.

c.To recommend in-service courses that
are not offered by degree-granting institutions using standards developed by
the PDAC.

d.To assist in designing professional
development opportunities for graduate credit when there is sufficient interest
on the part of the professional staff.

3.The PDAC shall meet at least three
(3) times per year. Additional meetings as necessary may also be scheduled.
Prior notice shall be sent to all professional staff announcing the scheduled
meeting dates of the PDAC.

4.Professional Development
Instructional Opportunities

Any
professional staff member interested in teaching an in-service course should
submit the current application form to the PDAC for recommendation to the
Superintendent. Ail courses will be evaluated at the end of a school year by
the PDAC using the Course Evaluation Form.

Teachers who
act as instructors for in-service courses will receive compensation at the
contractual hourly rate. For each hour of instruction the teacher will also be
compensated for an hour of preparation work. In lieu of compensation teachers
have the option to receive two (2) in-service credits per 12.5 hours of
classroom instruction.

A teacher who
participates in an approved in-service course shall receive one (1) in-service
credit for every 12.5 hours of classroom instruction,

D.Course Approval and Credit for
Advancement on the Salary Schedule

Professional
staff must follow the procedures outlined in Appendix A-l under "Course
Approval and Credit for Advancement on the Salary Schedule."

E.Tuition Reimbursement Disbursement

The Committee
will reimburse five hundred dollars ($500.00), or the cost of the course if
less, per teacher per year toward tuition for courses approved by the
Superintendent or the Superintendent's designee. The Committee must reimburse
up to the amount in this Section E, 1, but it is not required to reimburse
courses once this fund is exceeded.

This
reimbursement will be paid for courses offered by accredited colleges,
universities or professional training schools that are taken with the advance approval
of the Superintendent or his/her designee. Process and criteria for course
approval are listed in Appendix B.

The teacher
must achieve the grade of a B or above in a graded course or a passing grade if
the course is taken pass/fail in order to be reimbursed.

1.The Committee will allocate the
following funds for tuition reimbursement:

a.Effective 2014-2015: $20,000 per
year

b.Effective 2015-2016: $35,000 per
year.

c.Effective 2016-2017: $50,000 per
year

2.Tuition reimbursement will be awarded
based in the following manner:

a.A maximum of sixty percent (60%) of the
allocated funds will be used for the fail round of applications and the
remainder of the allocated funds will be used for the spring round.

b.The application form will be electronically
submitted (currently in MyLearningPlan). The form for
course approval and the form for course reimbursement are two (2) separate
forms and processes.

c.Each year application forms for tuition
reimbursement will be accepted in two (2) rounds. The fall round will begin on
the first day that teachers report to school. (This does not include the report
day for "new teacher orientation".)Fall reimbursement will be awarded for summer and fall courses taken
that year. The spring round will begin on the first workday of February. Spring
reimbursement will be awarded for winter and spring courses taken that year.
Application forms will be dated and numbered in the order of receipt by the
Superintendent or his/her designee.

d.If the Superintendent or his/her designee
rejects a course because it does not fit the criteria necessary to receive
reimbursement, the teacher will receive notification that his or her course was
not approved. If the teacher wishes to apply for tuition reimbursement for a
different course, the new application will be added to the bottom of the
appropriate list.

e.There will be an active list and a wait
list. Teachers who have not received reimbursement in the previous two (2)
years will be placed on the active list in the order the applications are
received. Teachers who have received reimbursement in the previous two (2)
years will be placed on the wait list in the order that their applications are
received.

f.Tuition will be awarded each round to those
with approved courses on the active list in the order in which those
applications were received. If funds remain in a given fiscal year after ail
teachers on the active list have received reimbursement, then reimbursement
will begin for those on the wait list in the order that applications were
received. The waitlist reimbursement will be allocated in the order that forms
were received alternating between the fall and spring rounds of applications
beginning with the fall.

g.Once the administration receives proof that
the approved course was satisfactorily completed it will provide reimbursement
in a timely manner. If no proof is given to the administration by June l5t
the teacher will lose his/her reimbursement and it will be awarded to the next
eligible teacher.

h.Teachers may apply for reimbursement for
more than one (1) course. If there are any funds remaining after each teacher
has been reimbursed for his/her first course, then the remaining funds will be
used to reimburse teachers for additional courses.

ARTICLE XX
Protection

A.A teacher will immediately report, in
writing, all cases of assault suffered by him/her in connection with their
employment to the Principal.

1.This report will be forwarded to the
Superintendent's office which, to the extent allowed by statute or regulations,
will comply with any reasonable request from the teacher for information in its
possession relating to the incident or the persons involved and may act in an
appropriate way as liaison between the teacher, the police, and the courts.

2.The Superintendent will post a notice
in each school building that will encourage all staff to report matters of
health and safety to their supervisors and describe the process that the
administration will follow to address any reported health/safety issues in that
building.

B.if criminal or civil proceedings are
brought against a teacher alleging that he/she committed an assault in
connection with his/her employment, the Administration may furnish legal
counsel to defend him/her in such proceedings if he/she requests such
assistance and shall comply with all laws applicable thereto.

C.The Town of North Andover will
provide coverage as per the Sovereign Immunity Law in accordance with Chapter
512 of the Acts of 1978.

ARTICLE XXI
Personal Injury, Insurance, and Annuity Benefits

A.Whenever a teacher is absent from
school as a result of personal injury caused by an accident or an assault
occurring in the course of his/her employment, he/she will be paid the
difference between his/her full salary and the amount of any workmen's
compensation award made for disability due to said injury. Such payments for
the period of such absence shall be charged to accumulated sick leave on a pro
rated basis (and said sick leave shall be distributed in the same pro rated basis) until ail accumulated sick leave and sick
bank benefits are exhausted.

B.Health and Accident Insurance:
Matters involving employer provider health insurance are governed by the
provisions of the Memorandum of Agreement between the Town of North Andover and
the North Andover Public Employee Committee dated January 1, 2013 to June 30,
2019.

C.Life Insurance: Teachers will be afforded
such life insurance as is annually provided by Town Meeting and the Board of
Selectmen.

D.Tax Sheltered Annuities: Federal
tax-free payroll deduction is made at the teacher's request. The Association
may participate in a tax-sheltered annuity program in accordance with Section
403(b) of the Internal Revenue Code of 1954 (authority to school committees to
purchase annuities for certain employees granted by Chapter 466 of the Acts and
Resolves of 1963 of the Massachusetts General Court). The Superintendent will
grant permission to any insurance company licensed in the State of
Massachusetts to enter into agreement with individual teachers for a
tax-sheltered annuity program provided application is received before December
1 of the current school year and provided that the agreement or agreements are
made with one (1) company resulting in one (1) deduction.

E.The Committee agrees to implement a
Section 125 pre-tax plan that shall provide for insurance premium payments, a
dependent care account plan, and uninsured medical and dental expenses. The
Association agrees to work with the Committee and the Town of North Andover in
order to monitor and assess the administration of the plan.

ARTICLE XXII
Dues Deductions and Agency Service Fee

A.Dues for the National Education
Association, Massachusetts Teachers Association, and North Andover Teachers
Association, where authorized individually and voluntarily by the teacher,
shall be deducted in twenty-four (24) installments and forwarded to the
Treasurer of the North Andover Teachers Association once per month.

B.Teacher authorization statements
shall be submitted in writing (in duplicate on the forms provided in Appendix
F) to the Association Treasurer, who will transmit them in duplicate to the
Committee (Superintendent's Office) not later than Friday of the week school
convenes. The Committee will not be required to honor any deduction
authorizations that are delivered to it later than Friday of the week school
convenes except in the case of new teachers hired after September 1.

C.The District shall be notified in
writing at least thirty (30) days prior to the effective date of any change in
membership rates.

D.It shall be a condition of employment
that any new employee in the bargaining unit who is not a member of the
Association shall, on or after the thirtieth (30th) day following
the beginning of his employment or on the effective date of this Agreement,
whichever is later, pay an agency service fee to the Association which shall be
equal to the amount required to become a member in good standing of the
Association and its affiliates to or from which membership dues or per capita
fees are paid or received, subject to General Laws, Chapter 150E, Section 12, and
the rebate procedure therein.

1.The agency service fee shall be
deducted from the wages of any employee who signs an authorization to that
effect and such fees shall be transmitted to the Treasurer of the Association
as provided in Section 170 of Chapter 180 of the General Laws.

2.An employee paying the agency service
fee shall be entitled, if he/she so demands in writing to the Association, a
rebate of the pro rata share of the fee allowable under MGL Ch. 150E, Section
12 and the regulations of the Labor Relations Commission governing agency fee.

3.If any employee files a complaint
regarding the agency service fee at the Department of Labor Relations, he/she
must place the agency service fee monies in an escrow account awaiting results
of the complaint.

4.If any employee has not paid the fee
or has not filed a complaint regarding the fee within forty-five days (45) days
after receipt of a written demand for payment of the fee, the School Committee,
upon notice by the Association, shall take appropriate action to ensure that
the employee complies with this provision.

5.The Association shall indemnify the
Committee and Superintendent against any damages and legal fees incurred in
complying with the section and shall comply with any rebate procedure or any
process as may be required by state, federal or constitutional law.

ARTICLE XXIII
Educator Professional Growth and Evaluation

A.The parties agree that the educator
professional growth and evaluation process developed by the Supervision and
Evaluation Committee and any changes thereto ratified by the parties shall be
incorporated into this agreement.

B.Any changes to the current evaluation
document must be bargained by the parties in accordance with Article II, F.

C.Supervision and Evaluation Committee

1.There shall be a Supervision and
Evaluation Committee composed of five (5) members chosen by the Association and
five (5) members chosen by the Superintendent.

2.The Supervision and Evaluation Committee will
meet at least once each year to review the need for any changes to the
document.

1.The Superintendent and Association
representation will meet with the district leadership team in the spring to
choose the focus indicators and elements that will be aligned with the district
strategic plan.

2.These indicators and elements will
form the basis of the focus for eachteacher's goal setting and summative evaluation for the following school
year.

3.in addition to those indicators and
elements, an evaluator, based uponobservation that raises concerns, and upon written notification of the
concern to the teachers, may choose additional indicators and elements to be
applied to a teacher's evaluation process.

ARTICLE XXIV

Acceptance of
Non-Resident Teachers' Children in the

North Andover
Schools

A teacher in
the North Andover School System who is not a resident of the Town will have the
option, at no cost, of having his/her child(ren)
attend the regular education program of the North Andover School System. This
is subject to the availability of space as decided by the Superintendent of
Schools on an annual basis. Such approval shall not be unreasonably withheld.
It is further understood that if a child(ren) of a
teacher is approved to attend the North Andover Schools, such attendance shall
not be grounds for a teacher grievance concerning workload and/or class size,
nor shall such attendance be calculated as part of teacher load and/or class
size in cases of such grievances.

ARTICLE XXV
Technology

A.The Association and the Committee
agree that a Technology Advisory Committee shall be established to provide
feedback to the Superintendent regarding technology needs and changes and
provide input regarding the development of the District's technology plan.

8.The Technology Advisory Committee
shall consist of the Director of Technology, an administrator chosen by the
Superintendent and one (1) teacher from each level (elementary, middle, high,
and special education) chosen by the Association.

C.The Technology Advisory Committee
shall meet once a trimester or as the committee deems necessary.

D.Whenever new technology that is
provided by the District is introduced, teachers will be provided with training
to learn how to use the new technology. New technology shall include both
hardware and software which is provided by the District and is approved for use
by the Superintendent.New technology
shall not include updates to hardware or software currently being used.

E.Training shall be coordinated by the
Superintendent or his/her designee depending on the complexity of the new
technology. Training may take place during Professional Development days, after
school or online.

ARTICLE XXVI
Death and Retirement Benefits

A.In the case of the death of a teacher
during a school year, the balance of his/her earned contractual salary will be
paid to his/her surviving dependents.

B.Retirement: A teacher, having
attained the age of sixty (60) years or more, and with a minimum of twenty (20)
years teaching in the North Andover School System, after submitting notice of intent
to retire within three years or less, will receive an additional one thousand
dollars ($1,000.00) per year until retirement. It is understood that:

1.The request and benefit will run
concurrently with the annual teacher contracts.

2.The benefit will not be paid in the event
that this notice of retirement is withdrawn, and any monies paid under this
clause shall be returned.

3.The benefit will only be paid for a
maximum period of three (3) years.

C.Early Retirement: A teacher on
maximum step who has attained the age of fifty-five (55), but has not reached
sixty (60) years of age, and who has a minimum of fifteen (15) years teaching
in the North Andover Public Schools shall be eligible for a salary adjustment
of four thousand dollars {$4,000.00). The teacher must give written notice to
the Superintendent of Schools of his/her retirement one (1) school year in
advance (prior to September 1st of his/her final school year) and
shall be paid the additional money prorated over the final year of service. In
the event the early retirement notice is withdrawn, all monies paid under this
clause shall be returned.

ARTICLE XXVII
Reduction in Professional Staff

The following
shall apply whenever the Committee deems that a reduction in the professional
staff is advisable:

A.Positions will be the determining
factor for what will be eliminated, and not the teachers who occupy those
positions.

B.Teachers without Professional Teacher
status holding eliminated positions will be laid off first. Teachers with
Professional Teacher status holding eliminated positions will be laid off
following the criteria listed below in Sections C, E, F, and G.

C.Positions will be eliminated from
the groupings based on certification.

D.If there is more than one teacher
without Professional Teacher status in the position being considered for
reduction, the following criteria will be used in making the decision of whom
to lay off. The criteria are, in order of importance:

1.Performance in Job: A recommendation
will be made by the Superintendent subsequent to recommendations by the
Principal and other educators (i.e., department chairman and directors).

2.Versatility of the Teacher:
Preference will be given to a teacher who has the ability and certification to
teach in more than one area, if needed, and/or has been involved in helping in
extracurricular activities or would be willing to work in extracurricular
activities. Past performance, or lack of it, will be taken into consideration.

3.Longevity of the Teacher in the North
Andover Public Schools: The criteria for determining longevity will be the
first working day in the school system and then the date of employment. If the
date of employment is the same for two or more teachers, the date and order of
recommendation to the Committee for employment will be used as the determining
criteria.

E.If a reduction in the teaching staff
results in a teacher with Professional Teacher status being laid off, then
junior teachers will be laid off within their discipline first.

F.Teachers with Professional Teacher
status shall retain the right to displace less senior teachers in other
groupings/disciplines provided they are licensed to teach in such
groupings/disciplines and have taught at least one (1) full year in that
grouping/discipline in the last five ( 5) years.

G.Teachers with Professional Teacher
status who are to be laid off shall be treated as if on a leave of absence for
two (2) full school years from the school year next following the reduction in
force notice.

H.Teachers on said
leave shall be eligible to participate in group plans provided they pay 100% of
the group premiums, so long as State Law allows.

I.Recall: In the case of a recall
within two (2) years of layoff, teachers with Professional Teacher status shall
be rehired in the inverse order of their layoff to positions for which they are
certified and have taught for one (1) full year within the last five (5) years.
The Superintendent will notify the Association of all openings. It is the
responsibility of the teacher on the recall list to notify the Superintendent
of his/her intention to resume employment. Teachers on the recall list shall
provide the Superintendent with a current e-mail address, phone number, and
mailing address. The refusal on the part of a teacher to accept recall to a
permanent position shall constitute a forfeiture of all recall rights.

Effective
September 1, 2016 the following shall apply whenever the Committee deems that a
reduction in the professional staff is advisable:

A.Positions will be the determining
factor for what will be eliminated, and not the teachers who occupy those
positions.

B.Teachers without Professional Teacher status
holding eliminated positions will be laid off first. Teachers with Professional
Teacher status holding eliminated positions will be laid off following the
criteria listed below in Sections C, E, F, and G.

C.Positions will be eliminated from the
groupings based on certification.

D.If there is more than one (1) teacher
without Professional Teacher status in the position being considered for
reduction, the following criteria will be used in making the decision of whom
to lay off. The criteria are, in order of importance:

1.Performance in Job: A recommendation
will be made by the Superintendent subsequent to recommendations by the
Principal based on the evaluations of the teacher.

2.Versatility of the Teacher: Preference
will be given to a teacher who has the ability and certification to teach in
more than one area, if needed, and whose degree status and professional
development indicate professional growth.

3.Longevity of the Teacher in the
North Andover Public Schools: The criteria for determining longevity will be
the first working day in the school system and then the date of employment. If
the date of employment is the same for two (2) or more teachers, the date and
order of hiring will be used as the determining criteria.

E.If a reduction in the teaching staff
results in a teacher with Professional Teacher status being laid off, then
junior teachers will be laid off within their discipline first if the criteria
delineated in Section E2 below are approximately equal.

When a
reduction in force in professional teacher status personnel is to occur it
shall first occur by attrition such as retirement or voluntary termination.
Transfer to a vacant position shall be made to avoid the termination of a
teacher due to a reduction in force, provided, however, the teacher to be
transferred is licensed to perform the duties of the vacant position.

In the event
of a reduction in force of professional teacher status personnel the following
procedure shall apply:

1,No teacher with professional status
will be dismissed due to a reduction in force if there is a teacher without
professional teacher status holding a position which the teacher with
professional teacher status is licensed to fill.

2.In the event a teacher with
professional teacher status is to be reduced or involuntarily transferred due
to a reduction in force, the following factors shall be considered by the
Superintendent in determining who among teachers with professional teacher
status is to be reduced; license, the nature and diversity of the license,
educational background, professional development, job performance, the needs of
the school system, and length of service in the system. Where among teachers
with professional teacher status the other foregoing factors are approximately
equal, length of service shall be the determining factor.

F.Teachers with Professional Teacher
status shall retain the right to displace less senior teachers in other
groupings/disciplines provided they are licensed to teach in such
groupings/disciplines and have taught at least one (1) full year in that
grouping/discipline in the last five ( 5) years.

G.Teachers with Professional Teacher
status who are to be laid off shall be treated as if on a leave of absence for
two (2) full school years from the school year next following the reduction in
force notice.

H.Teachers on said
leave shall be eligible to participate in group plans provided they pay one
hundred percent (100%) of the group premiums, so long as State Law allows.

I.Recall: In the case of a recall
within two (2) years of layoff, teachers with Professional Teacher status shall
be rehired in the inverse order of their layoff to positions for which they are
certified and have taught for one (1) full year within the last five (5) years.
The Superintendent will notify the Association of all openings. It is the
responsibility of the teacher on the recall list to notify the Superintendent
of his/her intention to resume employment. Teachers on the recall list shall
provide the Superintendent with a current e-mail address, phone number, and
mailing address. The refusal on the part of a teacher to accept recall to a permanent
position shall constitute a forfeiture of all recall rights unless a teacher is
under contract in another school district, in which case the teacher shall
accept recall for the first day of the next school year or forfeit all recall
rights.

J.In the event that paragraph 7 of M.G.L
Chapter 71 Section 42 as modified by the Legislature in 2012 is revoked or
otherwise modified then the original Article XXVII shall be in effect.

ARTICLE XXVIII
General

A.There shall be no negotiation meetings
between the Committee and/or administrators and the Association during a school
day, unless otherwise agreed upon in writing.

B.If any provision of this Agreement or
any application of the Agreement to any employee or group of employees shall be
found contrary to law, then such provision or application shall not be deemed
valid and subsisting.

C.This agreement constitutes Committee
policy for the term of said Agreement, and the Committee will carry out the
commitments contained herein and give them full force and effect as Committee
policy. The District will amend its Administrative Regulations and take such
other action as may be necessary in order to give full force and effect to the
provisions of this Agreement.

D.There shall be no strike, work
stoppage, slowdowns, or withholding of services during the duration of this
Agreement as provided by law.

E.Copies of the Agreement will be
printed at the joint expense of the Committee and the Association.

F.Mutual Concerns Committee

The Committee
and the Association express their joint intention through the terms and
conditions of this Agreement to continue their harmonious relations, to promote
mutual cooperation and understanding, and to establish and maintain new and
effective lines of communication between the parties.

In order to
achieve these ends, the Committee and the Association agree that a Mutual
Concerns Committee shall be established as a conduit for mutual expression and
discussion for the purpose of jointly resolving problems that may arise after
the execution of the Agreement.

The Mutual
Concerns Committee shall consist of the President, Vice-President, and
Chairperson of the Professional Rights and Responsibilities Committee for the
Association and the Superintendent and other administrators, as needed, for the
School Committee.

The following
procedures shall govern the Mutual Concerns Committee:

1.it will meet once per month during
the school year. More meetings as necessary may be scheduled by this committee.
Each meeting will be calendared in advance with at least one (1) month notice.

2.There will be a mutual exchange of
agenda by the Superintendent and President of the Association at least one (1)
week prior to the meeting date.

3.If all items on the agenda are not
discussed at a particular meeting, another meeting shall be scheduled within
two (2) weeks for the purpose of completing the discussion of all items unless
it is mutually agreed to extend the time.

4.There shall be a chairperson on an
alternating basis beginning with the Superintendent.

G.Employee Assistance Program

The parties
agree to utilize the Employee Assistance Program in effect without detracting
from the existing rights and obligations of the parties recognized in other
provisions of this Agreement.

The
Association and the District agree to cooperate in encouraging employees to
seek assistance for problems, including but not limited to alcoholism and drug
abuse. If the employee refuses to avail himself/herself of assistance, the
normal contractual disciplinary procedures for dealing with problem employees
will be used.

H.Drug Free Workplace Policy Statement

The parties
agree to the Policy Statement ratified on December 10,1991 by the Association
and January 15,1992 by the Committee concerning the commitment to a drug-free
workplace.

M.An Act Relative to Background Checks

All employees
shall be required to comply with An Act Relative to Background Checks (M.G.L
Chapter 459 of the Acts of 2012). For all employees whose first day of work
starts in the 2014/2015 school year and beyond, the total cost of said
background check shall be paid by the employee. For all employees whose first
day of work is prior to June 30, 2014, the District shall reimburse the
employee twenty dollars ($20.00) for said background check provided the cost
for the background check is fifty-five dollars ($55.00) or more. In the event
the cost of the background check is less than fifty-five dollars ($55.00), the
employee shall be reimbursement only for the amount paid which exceeds
thirty-five dollars ($35,00).

ARTICLE XXVI
Duration

This Agreement
shall remain in effect from September 1, 2014 to and including August 31, 2017.

Andrew McDevitt, ChairmanJane Broderick, co-President

North Andover
School CommitteeNorth
Andover Teachers Association

Ryan Landry,
co-PresidentNorth Andover
Teachers Association

Appendix A
2014-2015 Salary Schedule

MA+45

MA+75

BA

MA

MA+15

MA+30

CAGS

J

V1A+60

Doctorate

1

$

43,904

$

49,016

$

50,132

$51,251

$52,633

$

54,024

$55,430

2

$

43,904

$

49,016

$

50,132

$51,251

52,633

$

54,024

$55,430

3

$

43,904

$

49,016

$

50,132

$51,251

$52,633

$

54,024

$55,430

4

$

47,116

$

52,325

$

53,472

$54,620

$56,046

$

57,490

$58,983

5

$

49,714

$

55,020

$

56,184

$57,350

58,807

$

60,275

$61,841

6

$

52,930

$

58,320

$

59,503

$60,682

$62,177

$

63,681

$65,337

7

$

55,248

$

60,708

$

61,905

$63,107

64,629

$

66,164

$67,885

7N

$

$

57,287

59,326

$

$

62,895

65,081

69,383

$

71,083

8

66,351

$67,694

$72,930

8N

$ $

61,367

63,407

$

67,268

69,454

$

$75,129

77,433

9

70,858

$72,982

$

$79,446

10

$

65,615

$

71,873

$

73,325

$75,523

$77,745

$

80,130

$82,213

11

$

68,065

$

74,556

$

76,062

$78,342

$80,646

$

83,121

$85,282

2015

-2016 Salary
Schedule

MA+45

MA+75

BA

MA

MA+15

MA+30

CAGS

MA+60

Doctorate

1

44,892

50,119

$

51,260

$52,404

$53,817

$

55,240

$56,677

2

44,892

50,119

$

51,260

$52,404

$53,817

55,240

$56,677

3

44,892

50,119

$

51,260

52,404

$53,817

$

55,240

$56,677

4

48,176

53,502

$

54,675

$55,849

$57,307

$

58,783

$60,310

5

50,832

56,258

$

57,448

$58,640

$60,130

$

61,631

$63,233

6

54,121

59,632

$

60,841

$62,048

$63,576

$

65,114

$66,807

7

56,491

62,074

$

63,298

64,527

$66,083

$

67,653

$69,413

7N

58,576 60,661

64,310

66,546

$

8

67,844

$69,217

$70,944

72,682

$74,571

8N

62,747

64,833

68,781

71,017

9

72,452

$74,624

$76,819

79,175

81,233

10

67,091

73,490

74,975

$77,223

$79,494

81,933

$84,063

11

69,596

76,233

77,774

$80,105

$82,461

84,991

$87,201

2016

-2017 Salary
Schedule

MA+45

MA+75

BA

MA

MA+15

MA+30

CAGS

MA+60

Doctorate

1

$

45,790

$

51,121

$

52,285

$53,452

$54,894

56,344

$57,811

2

$

45,790

$

51,121

$

52,285

$53,452

$54,894

56,344

$57,811

3

$

45,790

$

51,121

$

52,285

$53,452

$54,894

56,344

57,811

4

$

49,139

$

54,572

$

55,769

$56,966

$58,453

59,959

$61,517

5

$

51,849

$

57,383

$

58,597

$59,813

$61,333

62,864

$64,498

6

$

55,204

$

60,825

$

62,058

$63,288

64,847

66,416

68,143

7

$

57,621

$

63,316

$

64,564

$65,818

$67,405

69,006

$70,801

7N

$

59,747

$

65,596

8

61,874

$

67,877

$

69,201

70,601

$72,363

74,136

$76,063

8N

64,002

6,130

70,157

2,438

$

9

73,901

$76,117

$78,355

80,759

$82,858

10

68,433

74,960

$

76,475

78,767

81,084

83,572

$85,744

11

$

70,988

77,758

$

79,329

$81,707

$84,110

86,691

$88,945

For ail teachers, the above salary schedule steps will be
followed in numerical order and exclude steps 7N and 8N
(1,2,3,4,5,6,7,8,940,11).

For all
nurses, the above salary schedule steps will be followed in numerical order and
include steps 7N and 8N (1,2,3,4,5,6,7,7N,8,8N,9,10,11).

Nurses
entering into this contract from the Agreement between the North Andover School
Committee and the North Andover School Nurse Association, dated 2009-2012,
shall enter the Appendix A Salary Schedule in the 2014-2015 school year on step
7N.

Any nurse who
provided written notice to the District before January 1, 2014 of her intent to
retire under the terms of the 2009 - 2012 Contract between the North Andover
School Committee and the North Andover School Nurse Association shall remain on
the salary schedule in the Agreement between the North Andover School Committee
and the North Andover School Nurse Association, for the school year 2014 - 2015
(See Appendix A-2). The nurse will move to step 13 as she otherwise would have
if there had been no change of unit. Salary for step 13 of the Agreement
between the North Andover School Committee and the North Andover School Nurse
Association, dated 2009-2012 is $59,898 for a Bachelor's degree and $63,898 for
a Master's degree.

Appendix A-l
Course Approval and Credit for Advancement on the Salary Schedule

1.All requests
for course approval and credit for advancement on the salary schedule must be
submitted on the respective district forms currently located in MyLearningPlan.

2.Professional development and
improvement are recognized through the salary schedule for graduate credits and
for undergraduate college courses (after the Master's Degree) that are granted
upon the approval of the Superintendent or his/her designee.

3.Course approval and advancement is
based on the criteria that the course is aligned with system wide goals, and
that it is appropriate for the teaching assignment.

4.Graduate credit from degree-granting
institutions as well as North Andover in-service credit approved by the
Superintendent or his/her designee will be recognized for advancement on the
salary schedule.

In service
courses taught and/or taken by North Andover teachers shall be approved by the
Superintendent or his/her designee. In-service credits will be awarded to
participants after the grades and attendance records are received and approved
by the Superintendent or his/her designee.

5.Graduate course credits towards the
salary schedules of Masters +15, Masters +30, Masters +45/CAGS, Masters +60 and
Masters+75/Doctorate will be given only for courses taken subsequentto receipt of Master's Degree and approved according to the provisions
of this Appendix A.

6.Undergraduate credits may be
acceptable for some teachers already holding a Masters Degree if the course
directly and specifically applies to the teaching assignment. Individual
teachers will have to apply to the Superintendent or his/her designee and make
a strong case for acceptance of undergraduate credit.

Appendix A-2
Nurse's Salary Schedule

STEP

BA

MA

1

33,717

37,717

2

35,473

39,473

3

37,045

41,045

4

38,897

42,897

5

41,282

45,282

6

43,430

47,430

7

45,688

49,688

8

48,064

52,064

9

49,386

53,386

10

50,744

54,744

11

52,191

56,191

12

56,044

60,044

13

59,898

63,898

Appendix B

REQUEST FOR
TEMPORARY LEAVE

I request
pursuant to Article XVII of the Agreement, a personal/legal/religious leave
day(s) on ______________________(date/s).

The purpose of
this temporary leave is (check one):

Personal
Day___Legal Day___Religious Day___

The purpose of
temporary leave is to attend to personal business or worship that cannot be
scheduled other than during normal school hours. Temporary leave is not intended
to extend a vacation or for recreational activities.

Any teacher
who wishes to use a personal day on the day before or the day after a holiday
or school vacation must submit a written reason attached to this form to the
Superintendent. The request must be submitted as soon as possible and not less
than fourteen (14) days prior to the absence.

I hereby apply
for extended sick leave benefits as provided for in the contract between the
North Andover Teachers Association and the North Andover School Committee. 1
understand it is my responsibility to provide such information as the Sick Bank
Committee may require from me and/or my physician

Communicates with parents regarding academic,
athletic, and personal development concerns as necessary

Promotes
the program to the school and community

Supports
the NAHS boosters and their projects

Develops
sound public relations and keeps the media informed

Encourages spectators to display good sportsmanship

Professional
qualities

Maintains memberships in professional coaching organizations

Attends
clinics, league and athletic staff meetings

Maintains an uncompromising adherence to rules, standards and policies

Takes
pride in setting a good example in appearance, conduct, language and
sportsmanship

is
tactful and considerate of others

*AII areas may
not apply to Assistant, JV and Freshman coaches. Head coach will evaluate
Assistant, JV and Freshman coaches.

Updated 6/14

North Andover Public Schools Coach Evaluation

Coach as an organizer:

_____Exceeds/Meets _____ Striving to meet_____Does not meet_____NA

Comments:

Coach as a leader:

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments:

Sports knowledge and skills:

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments;

Student-Athlete relationships

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments:

Staff and Administrative relationships:

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments:

Parent and community relations:

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments;

Professional qualities:

_____Exceeds/Meets_____Striving to meet_____Does not meet_____NA

Comments:

Coach's comments:

Rating Scale

Exceeds/Meets expectations - Indicates
the employee's performance meets and sometimes exceeds expectations for
performance in this position requirement. Performance can be improved in the
area (s) indicated, but current practices are satisfactory.

Striving to meet expectations - Indicates
the employee's performance sometimes but not always meets expectations for
performance in this position requirement. Improvement activities are to
consistently meet standards.

Does not meet expectations - Indicates
employee's performance in this position is not acceptable. Improvement
activities must be undertaken in the areas indicated immediately.

Not applicable -This rating is for
use in areas that do not apply, typically this will be in the case of an
Assistant, JV or Freshman coach.

/ have read this evaluation report and have had an opportunity to
comment. My signature does not signify agreement or disagreement For any area
checked "Does Not Meet, "I understand that failure to demonstrate
improvement may result in non-renewal. An area checked "Exceeds/Meets"
does not guarantee recommendation for renewal.

I hereby
request and authorize the North Andover School Committee to deduct from my
earnings the amount sufficient to provide for regular payment of membership
dues for the Massachusetts Teachers Association, National Education Association
and North Andover Teachers Association, i further
understand that such deductions shall be made in 24 installments (double deductions
in May and June for those on 21-payment plan) and forwarded to the North
Andover Teachers Association Treasurer once per month.

The North
Andover School Committee will discontinue such deductions for any school year
if I notify the Committee in writing to do so not later than sixty (60) days
prior to the commencement of the school year.

I hereby waive
all right and claim for said monies so deducted and transmitted in accordance
with this authorization and relieve the Committee and all of its officers from
any liability therefor.

In the event
of my resignation during the year, I hereby authorize the North Andover School
Department to deduct the remainder of my North Andover Teachers Association
dues, which will be made payable to the Treasurer of the North Andover Teachers
Association.